Abattoir Industry

DISCUSSION PAPER

Foreword

In spring, your collective agreement will be negotiated between the Danish Food and Allied Workers’ Union, NNF and the Confederation of Danish Industry (DI).

The collective agreement determines the frameworks for your working life and it is the agreement that decides issues such as how much you need to work, the making up of your basic pay, how much you earn in pension as well as a number of other conditions.

As a member of the Danish Food Allied Workers’ Union, NNF, you have influence on what the collective agreement should contain. Before the Danish Food and Al-lied Workers’ Union, NNF’s negotiators meet with DI in the spring; we would like to know what you and your colleagues wish to have in your collective agreement.

The discussion paper can be used as the basis for discussion on the themes and topics in the collective agreement. It contains a number of questions, which we expect the employers to have an opinion about. We need to know your point of view on the questions so we know where we can accommodate the employers and at the same time, be true to our members.

In the middle of the document you will find a questionnaire, which you are very welcome to fill in and hand over to your trade union representative or send it to your local trade union division. The questionnaire can also be obtained on NNF’s website www.nnf.dk/ok2014.

The deadline for submission of suggestions for the Collective Agreement 2014 is 15 October 2013.

The slogan for the coming collective agreement negotiations is:It’s all about your working life!

The collective agreement is an important piece in your working life and the agreement negotiations give you a unique opportunity to have influence on how your working life is put together.

We hope you have a good discussion at your workplaces.

John Sørensen, Union Secretary

September 2013

· Should the holiday pay percent be increased?

· Should the Optional Model be expanded?

What should be the future rules for overtime?

· Should the employee be able to say no to overtime?

Denmark is known for its flexible labour market. What opportunities should there be for this in the col-lective agreements?

· Should all provisions regarding working hours be agreed on by local consensus?

· Should the division be involved in negotiations for which a trade union representative has not been elected?

Working hours

Overtime

· Should the overtime be paid as time off in lieu?

· Should an allowance be paid when overtime is called-off?

· Should the employees pay for their breaks?

· Should the local parties be able to agree on the regulations for varied weekly working hours?

· Are there areas in which you believe the companies’ require-ments for increased flexibility could be met?

Holidays and days off - optional

4

5

· Should the individual company be able to agree on wages?

· Should introductory wages be introduced for new employees?

· Should the collective agree-ments contain better possibility to control wages paid and, if so, which share of the wages should be focused on?

· Should the piecework system be changed?

· Should the employers pay the union membership fee?

Wage conditions

6

In which direction should the expan-sion of the labour market pension move?

· Should the percentage on the labour market pension be raised?

· Should the employer pay an increased share of the pension contribution?

· Should the seniority and age re-quirement be entirely removed?

Pension

How are employees best secured in the event of illness and injury?

· Should the seniority require-ment be reduced in the collec-tive agreements?

· Should the payment period in the event of accident/injury be longer?

· Should there be the right to full pay during illness and for a longer period?

Maternity, paternity and parental leaveHow can the conditions for families with children be strengthened best?

· Should fathers have the right to longer paternal leave?

· Should the seniority require-ment be removed?

Children’s sick dayHow can time off and payment be secured in the event of illness of children, close relatives and cohab-iting partners?

· Should full wages be paid dur-ing children’s sick days?

· Should you have the right to paid time off for the child’s sec-ond ‘first sick day’?

· Should it be possible for both parents to alternately have time off for the child’s sick days?

Illness, injury, parental leave and child’s illness

7

How do we strengthen the possibility of and utilisation of continuing and further education?

· Should the employer be obliged to perform education planning for the individual and the com-pany as well as reserve funds for this?

· Should there be an obligation to participate in continuing educa-tion courses?

· Should the option of elective education programmes be increased in relation to time and education programme options?

...continues on page 13

Continuing and further education

8

The questionnaire can also be obtained on the Danish Food and Allied Workers’ Union,

NNF Collective Agreement website, www.nnf.dk/ok2014.

Give us your opinion

Please fill out the »green pages« and return them to your union representative

or send them to your local branch

MArk WITH x NexT TO, AT THe MOsT 10 OUT OF 41 sTATeMeNTs yOU FIND Are THe MOsT IMPOrTANT!

Working hours

1.Moreinfluenceonflexibleworkinghours2.Shorterworkinghours,e.g.35-hourworkingweek3.Increasedflexibility4.Other

Holidays and days off

5.Increaseinholidaypercent6.Increaseofpublicholidaysandextradays

percent/payment7.Expansionoftheoptionalmodel–e.g.education8.Other

MArk WITH x Age AND geNDer

gender

Female Male

Age

under35between35and45between45and?

Did you also work under the same collective agreement in 2012?

Yes No

Continues......

Wages

9.Increaseinstandardwage10.Higherallowanceforshiftwork,staggering,etc.11.Allowanceforcalling-offofovertime12.Higherovertimepayment13.Increaseofoptionalpercentformorewages14.Introductorywage15.Changetothepieceworksystem16.Other

Illness and parental leave

17.Fullpayduringillness18.Shorterseniorityrequirement19.Paidfamilydays20.Longerpaternalleave21.Other

Pension

22.Higherpensioncontribution23.Noseniorityrequirement24.Other

Continuing education and further education

25.Educationplanningatthecompany26.Increasedfundsforeducationanddevelopmentpaidfor

bythecompany

27.Increasedpossibilitiesforelectiveeducation28.Other

Trade union representatives

29.Termsandconditionsforelectedtradeunion representativestobestrengthened(ITequipment, ownoffice,training,etc.)30.Therighttoelectatradeunionrepresentativeregard

lessofthenumberofemployees31.Betterprotectionofworkingenvironmentalandtrade

unionrepresentatives32.Other

Collective agreement foundations

33.Increasedemployerpaymenttofoundations34.SpecialfoundationsonlyforNNFmembers35.Healthcarescheme36.Other

security

37.Longerterminationnotices38.Increasedseverancepayintheeventofdismissals39.Increasedofferoftrainingduringterminationperiod40.Employmentsimilartosalariedemployee41.Other

Which conditions should the collec-tive agreement contain before you would be elected as a trade union representative?

· Should the protection of trade union representatives be strengthened?

· Should the trade union repre-sentative have extended time off for training?

· Should substitutes and spokes-persons have the same rights and protection as the trade union representative?

· Should trade union representa-tives be offered or be obliged to participate in organisational training?

Trade union representatives

13

How much should the employers pay to foundations and what should the funds be used for?

· Should competency develop-ment foundations for elective education be financially expand-ed?

· Should the companies provide an employer-financed health-care scheme for the employees?

(chiropractor, physiotherapist and guidance through the Danish healthcare system)

How should the collective agreement help to ensure that all employees are organised?

· Should there be conditions in the collective agreement that are only for members of NNF?

Collective agreement foundations

14

The understanding of security in employment varies greatly.some people want longer termina-tion notice and others want no ter-mination notice. some want a retire-ment benefit plan.

· What do you think is needed so that the employer can guarantee that the company will remain in Denmark?

· Should the conditions for receiv-ing severance pay be independ-ent of other factors?

· Should it be possible to dismiss employees during holidays, while injured, ill, on maternity or parental leave?

· Should there be the right to be released in the event of dis-missal?

· Should there be an increased right to education in the event of dismissal?

Security and termination

15

How can we ensure that elderly, worn-out and injured colleagues are retained on the labour market?

· Should there be the option of a special scheme for employees who are over 55-years old?

· Should we ensure that elderly, worn-out and injured col-leagues are retained on the labour market?

· Should there be a formalised absence policy at the companies which ensures work retention?

· In their recruitment, should companies take into considera-tion persons with a loose as-sociation to the labour market?

The inclusive labour market

How do we ensure that the framework agreement is in keeping with the times and suits the conditions we know today?

· Should the framework agreement be modernised?

· Should we have another pay sys-tem?

· Should added time be changed in an upward or downward direction?

Framework agreement

· Should the basis of piecework contracts vary depending on which area a person works in?

· Should allowances be changed in an upward or downward di-rection?

16

How can we ensure the future of the profession so it is attractive to be a trainee in one of the collective agreement areas?

· Should there be an increase of the holiday pay allowance upon conclusion of the training pro-gramme?

· Should adult trainees who com-mence training after they have turned 25 be given the area’s hourly wage?

· Should trainees have full nui-sance compensation?

· Should all trainees and adult trainees, like other employees, have holiday allowance, public holiday and extra day payment calculated when they are paid overtime allowance, piecework surplus, bonus and similar?

Trainees

17

September

October

November

December

January

February

Marts

– Weeks 38-40 Bus trip

– Member meetings

– 15 October Deadline for submission of demands

– selection of demands

– exchange of demands with employer

– Negotiation

– 1st and 2nd conflict notice

– Negotiation

– Negotiation

Collective agreement negotiations 2014

– Demands presented and approved at HB meeting

– schedule agreed with employer

Collective agreement negotiations 2014

Fødevareforbundet NNF · C. F. Richs vej 103 · 2000 Frederiksberg · www.nnf.dk

Telefon 3818 7272 · Fax 3818 7200

DISCUSSION PAPER